We regularly invest time and energy to work on ourselves as an organisation and to work effectively as a working community along the defined strategy. We do this in a number of ways. In addition to a professional staff to ensure day-to-day operations, monthly supervision is one of the most important tools at our disposal, but we also regularly organise informal programmes. Focused strategising and team building is the aim of the annual retreats, which are held over several days. We take stock of the year behind us, make plans for the future, look at where we are in achieving our goals and multiannual targets, and try to look at our work from a distance.
The recent retreat was the culmination of a longer period. We have embarked on a process of organisational development over several months to ensure that we are better prepared to face the challenges and challenges ahead. We felt the need to be as conscious as possible of the internal transformation and organisational changes.
András Nyirati, as the head of the foundation, took part in a series of interviews in the autumn, which were used by the organisational developers to prepare the profile of the organisation. Last December, work continued at team level. This was followed by personality trait tests, personal interviews and finally the retreat: two days of intensive work. Sometimes we had a feeling of déjà vu, even though it was the first time with new colleagues. It was good to have put together a common ground for the future.
It was an instructive and useful two days, for which we would like to thank above all the two great organisational development experts, Ádám Acosta and Rózsa Pardi. A special thanks to TTI Success Insights CEE who provided us free of charge with the Talent Insights system, which is used worldwide to engage and coach employees, create effective leadership, communication and work environment. The report helps uncover behaviours and motivators, showing the ‘how’ and ‘why’ of an individual’s actions. And the team report has provided an exceptional opportunity to look outside ourselves, to see who is in what role in the Foundation, what our strengths and weaknesses are, what opportunities and threats lie ahead.
The organisational development process would not have been possible without the Social Impact programme of the Hungarian Organization Development Society, which aims to make participation in professional organisational development projects available to the civil sector. It is worth applying, an exceptional opportunity for all civil society. Thanks are due to Civilizáció for the Wellbeing grant (supported by The Sigrid Rausing Trust), which made it possible to provide the funding for the retreat.
